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Pre-Employment Drug Testing for Employers SEO
Pre-Employment Drug Testing for More Informed Hiring
DISA Global Solutions drug testing helps you screen candidates for selected substances before they start work, based on your written policy, role requirements, testing methodology, and applicable requirements.
Why Pre-Employment Drug Testing Matters
When workforce safety, DOT obligations, contractor access, or internal hiring standards are tied to substance abuse screening, your team needs more than a standalone test. DISA helps HR, recruiting, compliance, safety, and risk teams manage applicant testing as part of a complete drug and alcohol testing program.
Whether you need a pre-employment drug screen as a standalone service or as part of a broader hiring and compliance workflow, DISA can support configurable panels, multiple testing methodologies, alcohol testing, electronic scheduling, eCCF capabilities, MRO review, national collection access, and ongoing program management.
DISA also works with five primary lab partners (Labcorp, Quest, Abbott Toxicology, CRL, and Psychemedics), while most third-party administrator (TPAs) work with roughly three. Our broader lab partner ecosystem gives our clients more flexibility when configuring pre-employment drug screening programs across different testing methods, policies, populations, and workforce needs.
Urine Testing
Urine testing is commonly used for employment drug testing and is often selected for both regulated and non-regulated programs.
Oral Fluid Testing
Oral fluid testing may support observed collections and may be useful when recent-use detection, collection convenience, or on-site collection is important.
Hair Testing
Hair testing may provide a longer lookback window for certain substances, depending on the lab process and test configuration, and is increasingly used by employers due to its higher detection rate.
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3.5M+ drug tests annually • Nationwide collection network • 5 primary laboratory partners • DOT and non-DOT support
Pre-Employment Drug Testing at a Glance
Pre-employment drug testing is a hiring-stage screening process used to check whether an applicant’s specimen indicates use of selected drugs or alcohol, depending on the test type, panel, policy, and applicable requirements. Employers often use pre-employment drug tests to support workplace safety, hiring consistency, DOT or non-DOT program requirements, contractor onboarding, and safety-sensitive workforce management. We help employers manage pre-employment drug screening as part of a broader drug and alcohol testing program, instead of just as a one-time applicant test.
Primary purpose
Screen candidates for selected drugs or alcohol before employment begins
Common users
HR teams, recruiters, compliance teams, safety teams, risk teams, and hiring managers
Common use cases
Safety-sensitive hiring, DOT-covered roles, contractor onboarding, industrial worksites, healthcare hiring, high-volume hiring, and corporate policy programs
Testing Options
Urine, hair, oral fluid, alcohol testing, blood testing, and configurable panels depending on policy and program needs
Workflow Inputs
Applicant information, employer policy, testing reason, panel, specimen type, collection location, chain-of-custody documentation, lab workflow, and MRO review process
Lab Partner ecosystem
DISA works with a broad lab partner ecosystem including Labcorp, Quest, Abbott Toxicology, CRL, and Psychemedics. Most TPAs work with roughly three primary lab partners.
Employer Value
Helps support safer hiring, consistent screening practices, documented workflows, and broader workplace drug and alcohol program management
DISA differentiator
DISA can support pre-employment testing as part of an end-to-end drug and alcohol program across multiple policies, testing reasons, methodologies, lab workflows, and workforce types
What is Pre-Employment Drug Testing?
Pre-employment drug testing is an employment screening process used before a candidate starts work. This process helps employers review whether a candidate’s specimen indicates use of selected drugs or alcohol, based on the employer’s policy, the test panel, the testing method, and applicable requirements.
Definition of pre-employment drug testing
Pre-employment drug testing is a screening process where job applicants are tested for the presence of drugs or alcohol in their system.
A pre-employment drug test is typically ordered during the hiring process, often after a conditional job offer and before the candidate begins work. The test may involve urine, hair, oral fluid, alcohol testing, or another configured methodology depending on the employer’s program and the role.
For your team, pre-employment drug testing can be especially important when one of your positions involves safety-sensitive duties, regulated work, contractor access, transportation, patient care, machinery, public trust, or internal policy requirements.
Pre-employment drug testing vs. pre-employment drug screening
Pre-employment drug testing and pre-employment drug screening are often used interchangeably, as both terms generally refer to the process of checking a candidate for selected substances before employment begins.
The more important distinction, instead, is between a single pre-employment drug test and a complete workplace drug testing program. Pre-employment testing is just one testing reason of many: A broader drug and alcohol program may also include random testing, post-accident testing, reasonable suspicion testing, return-to-duty testing, follow-up testing, DOT testing, consortium programs, and corporate policy testing.
How pre-employment testing fits into a broader drug and alcohol program
Some employers only need a simple pre-employment drug test. Others, including those who operate in safety-sensitive industries, need a full program that supports different employee populations, testing reasons, policies, and regulatory obligations.
This is where DISA’s approach stands out. DISA can help employers manage the custody and control of a drug and alcohol testing program across multiple workflows, including pre-employment, random, post-accident, reasonable suspicion, return-to-duty, DOT, consortium, and non-DOT corporate programs.
Choose the Testing Approach That Fits Your Program
What Can Pre-Employment Drug Testing Include?
Pre-employment drug testing can include different specimen types, testing panels, collection workflows, alcohol testing, laboratory review, MRO review, and reporting processes. The right configuration depends on the employer’s policy, industry, role, location, regulatory environment, and risk profile.
Employers may use different drug testing methodologies depending on their workforce and program needs.
Urine Testing
Urine testing is commonly used for employment drug testing and is often selected for both regulated and non-regulated programs.
Oral Fluid Testing
Oral fluid testing may support observed collections and may be useful when recent-use detection, collection convenience, or on-site collection is important.
Hair Testing
Hair testing may provide a longer lookback window for certain substances, depending on the lab process and test configuration, and is increasingly used by employers due to its higher detection rate.
Need Multiple Methodologies?
DISA supports multiple testing methodologies, and we help employers configure pre-employment drug screening around policy requirements (and even dual-methodology programs, which have a 214% higher positivity detection rate over programs that use short-term testing alone) instead of forcing every workforce into one testing model.
Customized Solutions
Panels and Program Configuration
Panels and Program Configuration
A pre-employment drug test may use a standard panel or a more customized panel, and depending on the employer’s program, that panel may detect substance families such as marijuana, cocaine, amphetamines, opioids, PCP, or other substances.
The right panel may vary by role and policy. A DOT-covered driver, industrial contractor, healthcare worker, corporate employee, offshore worker, and high-volume warehouse candidate may all have different testing needs.
DISA can support extensive panel options and configurable programs, helping employers align testing with the following variables:
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More testing flexibility with DISA's broad lab network
Lab partner ecosystem and testing flexibility
DISA’s pre-employment drug testing program is supported by five primary lab partners (while most competitors work with roughly three):
Because different employers may need different methodologies, panels, collection workflows, turnaround considerations, and program configurations (a safety-sensitive employer may need DOT-aligned urine testing; an industrial employer may use hair testing for a longer detection window; a healthcare or high-volume hiring program may prioritize speed, candidate experience, and collection access), DISA’s ability to support multiple lab workflows helps employers configure pre-employment drug screening around the needs of the program rather than relying on a single testing path.
How results can support your hiring team
Pre-employment drug testing can help company apply a consistent screening step before your candidates begin work, with results that can help your HR team review whether a candidate satisfies your policy's drug and alcohol testing requirements.
For recruiting and HR teams, a structured workflow can also reduce manual coordination. Instead of managing collection instructions, candidate scheduling, paper chain-of-custody forms, result follow-up, and exception handling separately, your team can use a managed process that supports ordering, collection, documentation, review, and reporting.
Limits of pre-employment drug testing results
Pre-employment drug testing results depend on the specimen type, panel, detection window, collection process, laboratory workflow, cutoff levels, MRO review, and applicable program requirements.
A drug test reviews the selected specimen for the substances included in the ordered panel; it should not be treated as a guarantee of future behavior or, in every circumstance, a direct measure of current impairment. Detection windows can vary by substance, test method, frequency of use, individual factors, and laboratory process.
Employers should interpret results according to their written policy, applicable law, and compliance guidance, and consider those results as one part of the broader hiring and screening process.
How the Pre-Employment Drug Testing Process Works
The pre-employment drug testing process generally includes program setup, applicant authorization, test ordering, collection site selection, specimen collection, chain-of-custody documentation, laboratory analysis, review, and reporting. However, the exact workflow may vary by employer policy, test type, location, regulatory requirements, and customer configuration.
Drug testing process interactive timeline example (would be full width)
Step 1: Define the policy, population, and test reason
Before ordering a pre-employment drug test, employers should define how testing fits into their screening program.
Your team may need to answer the following questions:
- Which roles require testing
- Whether the role is DOT-regulated or non-DOT
- Whether the role is safety-sensitive
- Which testing methodology applies
- Which panel should be used
- Whether alcohol testing is included
- Whether the candidate will use a collection site, or on-site workflow
- Who receives results
- How results are reviewed and handled
- How the same process will be applied consistently across comparable candidates
For employers with multiple job types or locations, this policy step is critical. One employer may need different testing rules for CDL drivers, field technicians, industrial contractors, corporate staff, healthcare workers, and temporary employees.
Step 2: Obtain required authorization and order the test
Employers are generally responsible for providing required disclosures, notices, and authorization before screening begins. If drug testing is ordered as part of a broader consumer report or employment background screening process, FCRA requirements may apply.
Once the needed information is available, your team can then order the appropriate pre-employment drug test based on the candidate, role, testing reason, panel, and methodology.
Step 3: Direct the candidate to collection
The candidate will then receive instructions for completing the collection. Depending on the workflow, this list of instructions may include collection site selection, scheduling instructions (if applicable), check-in instructions, identification requirements, timing expectations, and next steps.
Step 4: Document chain of custody and complete lab review
During collection, chain-of-custody documentation helps track the specimen through the testing process. When available and appropriate, an electronic Custody and Control Forms (eCCF) can reduce paper-based friction and support a more standardized workflow.
After collection, the specimen is processed through the applicable laboratory. Some results may require Medical Review Officer review, depending on the program, result type, and applicable requirements.
Step 5: Return available results and manage next steps
After the review process is complete, results can be viewed through the client portal, which provides easy access to all pre-employment screening reports and related documentation. Your team can then follow its written policy and requirements before making an employment decision.
For employers managing more than one testing reason, this same program foundation can also support random testing, post-accident testing, reasonable suspicion testing, return-to-duty testing, follow-up testing, and DOT or consortium program requirements.
Why Employers Use Pre-Employment Drug Testing
Employers use pre-employment drug testing to help support workplace safety, hiring consistency, risk management, regulatory obligations, contractor access, and policy enforcement. For many organizations, the larger goal is not just to run one test, but to build a manageable, holistic drug and alcohol testing program.
Employers use pre-employment drug testing to help support workplace safety, hiring consistency, risk management, regulatory obligations, contractor access, and policy enforcement. For many organizations, the larger goal is not just to run one test, but to build a manageable, holistic drug and alcohol testing program.
Hiring confidence and safety-sensitive workforce review
Pre-employment drug testing can help employers review whether candidates meet the drug and alcohol testing requirements for a role before work begins.
This can be especially useful in roles involving the following:
Commercial Driving
Machinery or heavy equipment
Construction and industrial worksites
Oil, gas, energy, and utilities
Healthcare and patient care
Public Safety
Data Centers
Contractor or facility-owner access
Other safety-sensitive job duties
The business cost of substance abuse risk
For employers, pre-employment drug testing is both a compliance process and a part of a broader cost-control and risk-management strategy.
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Across all industries, the average employee with an untreated substance abuse disorder costs an employer an average of $8,800 per year in excess healthcare expenses, absenteeism, and turnover costs. And in specifically safety-sensitive industries, the cost of substance abuse by an employee at an individual company spiked to $43,000, or five times the all-industry average.
This potential cost, of course, can be significantly higher when a single incident creates downtime, injury, litigation, replacement costs, or facility disruption. The total cost of a substance-abusing employee in a safety-sensitive industry could range from $164,270 on the low end to $1,721,800 in one year, depending on the circumstances and incident impact.
The goal for employers, then, should be to support a more consistent hiring process, reduce avoidable exposure, and connect applicant screening with a broader drug and alcohol testing strategy.
Compliance and Risk Considerations
Drug testing requirements can vary significantly based on the role, jurisdiction, industry, and policy, as well as whether the program is DOT-regulated or non-DOT.
DOT-regulated employers may have specific requirements under DOT agency rules and 49 CFR Part 40. DOT-regulated employers must comply with 49 CFR Part 40 and applicable DOT agency regulations, as well as maintain workplace drug and alcohol programs include clear policies, education and training, testing, and referral for evaluation and treatment when necessary.
Non-DOT employers, conversely, may need to consider federal, state, and local laws, including restrictions on timing, testing methods, marijuana testing, notices, adverse action, and disability-related issues.
While employers remain ultimately responsible for determining their policy, legal obligations, and employment decision process, DISA can provide comprehensive support throughout your testing, compliance, and hiring workflow.
Key Employer Differences
DOT vs. Non-DOT Pre-Employment Drug Testing
| Category | DOT Pre-Employment Testing | Non-DOT Pre-Employment Testing |
|---|---|---|
| Who it applies to | Safety-sensitive transportation roles covered by DOT agency regulations. | Roles not covered by DOT drug and alcohol testing regulations. |
| Regulatory basis | Governed by DOT testing procedures under 49 CFR Part 40 and applicable agency rules. | Based on employer policy, industry needs, and applicable state or local law. |
| When testing occurs | Before the individual first performs a DOT-covered safety-sensitive function, unless an exception applies. | Typically after a conditional offer and before work begins, depending on policy and law. |
| Test panel | Must follow DOT-required testing rules and procedures. | Can be customized based on policy, role risk, industry, and applicable law. |
| Chain of custody | Must follow DOT-compliant chain-of-custody and procedural requirements. | Still recommended; requirements may vary by provider, policy, and jurisdiction. |
| Medical review | Requires Medical Review Officer review under DOT procedures. | Strongly recommended and may be required by policy, law, contract, or industry standard. |
| Policy flexibility | Less flexible because employers must follow applicable DOT agency rules and procedures. | More flexible, but policies should be applied consistently and legally reviewed. |
| Employer goal | Meet federal safety and compliance obligations before covered duties begin. | Support workplace safety, hiring consistency, risk management, and customer requirements. |
Common Risks Pre-Employment Drug Testing Helps Address
A structured pre-employment drug testing program can help employers address common operational and compliance risks, including the following:
- Inconsistent testing workflows across locations or roles
- Manual scheduling delays
- Confusion between DOT and non-DOT requirements
- Test panels that do not align with job risk or policy
- Paper-based chain-of-custody friction
- Limited visibility into candidate testing status
- Gaps between pre-employment testing and post-hire testing requirements
- Lack of MRO review planning for applicable results
- Treating applicant testing as separate from the broader drug and alcohol program
DISA Advantage
From pre-employment testing to complete program management
This is one of DISA’s strongest differentiators. We support your pre-employment drug test, and we can help you manage the comprehensive program around it.
From pre-employment testing to complete program management
Pre-employment drug testing is often the first testing event in the employee lifecycle, but it is rarely the only testing need for employers with regulated, safety-sensitive, distributed, or contractor-based workforces.
DISA can help employers manage drug and alcohol testing across different testing reasons and policies, including the following:
DOT Drug Testing
DISA helps safety-sensitive employers stay DOT compliant with expert drug testing services, including random testing, MRO review, and return-to-duty support.
Random Drug Testing
Learn how to build an effective, compliant random drug testing policy with best practices, common questions, and industry tips.
Return To Duty (RTD) Drug Testing
Understand the Return-to-Duty (RTD) drug testing process after policy violations. Learn steps, SAP role, and follow-up requirements.
Get Started
What Employers Need to Start a Pre-Employment Drug Test
To start a pre-employment drug test, employers generally need a defined policy, applicant authorization, candidate information, test configuration details, and a workflow for collection, review, and reporting. Specific requirements may vary by program, jurisdiction, role, and testing method.
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DISA Global Solutions helps employers comply with state drug-testing laws by developing and reviewing policies, managing testing programs, providing training, conducting audits, and sharing regulatory updates.
Information your team commonly needs
To start a pre-employment drug test, your team may need the following:
- Applicant name and contact information
- Applicant authorization
- Testing reason (e.g., pre-employment)
- Role or job category
- DOT or non-DOT status
- Safety-sensitive designation, when applicable
- Employer policy group
- Test panel
- Specimen type or testing methodology
- Alcohol testing requirements, if applicable
- Collection location or candidate location
- MRO review configuration
- Reporting contacts
- Billing or account configuration
- Any customer, contractor, or facility-owner requirements
Complete and accurate information can help reduce delays and minimize follow-up.
Turnaround Times
Factors that can affect results, timing, or completion
Several factors can affect the completion of pre-employment drug screening:
- Candidate responsiveness
- Collection site availability
- Specimen type
- Test panel
- Lab processing time
- MRO review requirements
- Non-negative, pending, or inconclusive results
- eCCF availability
- Paperwork or chain-of-custody issues
- Weekend, holiday, or remote-location timing
- DOT vs. non-DOT program requirements
- State or local restrictions
Your team should avoid assuming every pre-employment drug test will follow the same path or return results in the same timeframe.
DOT and non-DOT program setup
DOT and non-DOT testing should be configured carefully. DOT programs may have specific requirements for testing procedures, forms, result handling, and employer responsibilities.
Non-DOT programs may allow more employer configuration but can still be affected by state and local requirements.
For employers with both DOT and non-DOT populations, DISA can help structure the workflow so that different employee groups, policies, and testing reasons are managed appropriately.
How Long Does a Pre-Employment Drug Test Take?
Pre-employment drug testing turnaround times vary by test method, collection timing, lab workflow, result type, MRO review, candidate responsiveness, and program configuration. Most pre-employment drug screenings take a few minutes at the collection site, and negative results [NT1] are typically available within 1–3 business days, depending on the method used.
What can speed up the process
Pre-employment drug testing may move faster when the following happens:
- Candidate information is complete
- Authorization is available before the order is placed
- The candidate schedules promptly
- The collection site has availability
- eCCF is available for the collection
- The specimen is collected without issues
- The result does not require additional review
- The employer’s reporting workflow is already configured
Electronic scheduling, online check-in, eCCF-capable collection facilities, and clear candidate instructions can help reduce avoidable delays.
[NT1]I would say “Negative results” not just “results”. Non-negative results typically take longer than 3 days.
What can slow down the process
Turnaround times may be longer, however, when the following occurs:
- The candidate delays scheduling
- The collection location has limited availability
- The candidate is in a remote location
- A paper CCF is required
- Chain-of-custody documentation needs correction
- A specimen issue occurs
- A non-negative result requires MRO review
- The MRO needs to contact the candidate
- A holiday, weekend, or weather event affects logistics
- DOT or customer-specific requirements add review steps
Employers should build enough time into their hiring workflow to account for possible follow-up.
How DISA helps support more efficient testing workflows
DISA supports pre-employment drug testing with electronic scheduling (when available), online check-in options (when available), eCCF workflows (which can speed up turnaround times by up to 25%), MRO services, national collection access, a five-lab partner ecosystem, and program-level reporting.
Our collection site network includes more than 1,900 eCCF-capable collection facilities, and more than 95% of DISA’s DOT and non-DOT customers have access to eCCF-capable facilities near them.
Those capabilities are especially useful for employers managing high-volume hiring, multi-location programs, regulated workforces, contractor onboarding, or safety-sensitive environments where testing delays can affect start dates, worksite access, and operational continuity.
Related Solutions and Industry Use Cases
Pre-employment drug testing is most effective when it is aligned with the employer’s industry, risk profile, policy, testing reason, and broader screening program. DISA supports employers across safety-sensitive, regulated, high-volume, and multi-location hiring environments.
Industry-specific use cases
Common use cases for DISA's customizable packages may include the following:
• DOT and transportation
- Pre-employment drug testing for DOT-covered roles, supported by broader DOT drug and alcohol testing workflows including DOT & FMCSA required random testing and Clearinghouse reporting.
• Energy, industrial, and construction
- Testing for contractors, safety-sensitive workers before gaining site access to industrial sites, shutdowns, and turnarounds to make sure they meet facility-owner requirements.
• Healthcare
- Pre-employment drug screening to support patient safety, combined with credentialing and occupational health workflows.
• Staffing and high-volume hiring
- Candidate testing workflows designed around candidate experience, speed, easy documentation, and multi-location hiring with location specific billing.
• Manufacturing and logistics
- Testing programs for employees working around equipment, data centers, warehouses, vehicles, and safety-sensitive environments.
• Corporate programs:
- Drug testing policies for employers that want a consistent applicant testing process across roles or locations.
Why choose DISA for pre-employment drug testing?
DISA helps employers manage pre-employment drug testing as part of a complete drug and alcohol testing program, not just as a standalone applicant test.
As an industry leader and the largest TPA for drug testing in the world, DISA processes more than 3.5 million drug tests annually, provides access to 6,000+ collection sites nationwide, and is trusted by 55,000+ clients, including 30% of the Fortune 500. As part of our comprehensive screening solution, we’re also processing more than 20 million background checks each year.
Where many providers treat drug testing as an add-on to a broader background screening platform, DISA’s drug testing workflows are built around complex program management, which means we can help employers configure programs by policy, testing reason, panel, methodology, workforce type, DOT or non-DOT status, random pool requirements, return-to-duty workflows, consortium needs, and ongoing compliance obligations. For employers that need more than a one-time pre-employment drug test, we offer programs that can support the full employee lifecycle.
DISA can manage the full custody and control of your drug and alcohol testing program, regardless of methodology or policy type. Through our platform, eCCF capabilities, reporting workflows, national collection access, select DISA-owned clinics, MRO support, and lab partner relationships, we can reduce unnecessary handoffs and gain better visibility into your program's performance. Plus, our methods evolve as requirements change across federal, state, and local environments.
- Add pre-employment drug testing to a broader screening program
- Configure your program to include random, post-accident, reasonable suspicion, return-to-duty, and consortium programs
- Select testing methods and panels based on your policy
- DISA supports dual methodology testing, including smarter workflows to optimize individuals selected and downtime
- Methodologies include urine, hair, oral fluid, and alcohol
- Select your laboratories
- DISA works with five laboratory partners who are all HHS, SAMHSA, and CLIA certified, including CRL, Labcorp, Quest, Abbott Toxicology, and Psychemedics
- Manage DOT and non-DOT testing needs from the same platform
- Coordinate collection through a national network of 6,000+ collection sites
- Take advantage of eCCF capabilities
- Leverage best-in-class MRO review workflows
- Consolidate drug testing, background screening, occupational health, and compliance services with one partner, saving you administrative burden, time, and resources.
DISA’s differentiator is not just the pre-employment drug test per se: It is the ability to support the policy, methodology, lab workflow, collection process, chain of custody, review, reporting, and ongoing program management behind the test.
FAQ's
- What is pre-employment drug testing?
- Does a background check include pre-employment drug testing?
- What does a pre-employment drug test show?
- How long does pre-employment drug testing take?
- Can employers include alcohol testing?
- What information is needed to order a pre-employment drug test?
- How is DOT pre-employment drug testing different from non-DOT testing?
- What makes DISA different from other pre-employment drug testing providers?
Pre-employment drug testing is a hiring-stage screening process used to check whether a candidate’s specimen indicates use of selected drugs or alcohol. The test type, panel, timing, and review process depend on the employer’s policy, role, jurisdiction, and applicable requirements.
A background check does not automatically include pre-employment drug testing. Employers may order drug testing as a separate service or include it as part of a broader employment screening package.
A pre-employment drug test may show whether the selected specimen indicates use of substances included in the ordered panel. Results depend on the specimen type, panel, detection window, lab process, cutoff levels, and review workflow.
Timing varies by test method, collection site availability, candidate scheduling, lab processing, and MRO review needs. Results are typically available within 1–3 business days, depending on the method used.
Yes. Alcohol testing may be included depending on the employer’s policy, role, industry, testing reason, and applicable requirements. Alcohol testing is especially common in certain DOT, safety-sensitive, post-accident, or company policy programs.
Employers commonly need applicant authorization, candidate contact information, testing reason, role or policy group, DOT or non-DOT status, test panel, specimen type, collection location, and reporting contacts.
DOT pre-employment drug testing must follow applicable DOT agency rules and 49 CFR Part 40 procedures. Non-DOT testing is based on employer policy and applicable federal, state, and local requirements. Employers with both DOT and non-DOT populations should keep those workflows properly configured.
DISA can support pre-employment drug testing as part of a full drug and alcohol program.
We use multiple methodologies, extensive panel options, alcohol testing, national collection access, eCCF capabilities, MRO services, DOT and non-DOT program support, consortium experience, broader employment screening services, and a five-lab partner ecosystem.
DISA works with Labcorp, Quest, Abbott Toxicology, CRL, and Psychemedics as primary lab partners, while most competitors work with roughly three primary lab partners.
Pre-employment drug testing is often the first step. DISA can help you build the broader program behind it, from applicant testing to ongoing workforce compliance support.
Employees generally receive a notification if results are positive, negative, or require further review by a Medical Review Officer (MRO).
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